Abstract
This article presents a model of expatriate work adjustment in which the results obtained in previous investigations on expatriate adjustment are consolidated with the concepts and mechanisms introduced in the general Theory of Work Adjustment (Dawis and Lofquist 1984). It is held that correspondence has to be achieved between the abilities and needs of expatriate managers and the requirements and reinforcements of their jobs abroad in order to ensure that work adjustment can be reached and maintained during an international assignment. Furthermore, it is proposed that an expatriate's organizational commitment relates to the level of work adjustment achieved during the assignment.
Published Version
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